How to Find and Hire College Interns: A Comprehensive Guide

Summer is an ideal period for college students to gain valuable internship experience, enhancing their resumes and providing a launchpad for their future careers. These internships offer immersive opportunities to learn both soft and hard skills, build lasting connections, and gain practical insights into their fields of interest. For businesses, internships are a pipeline for fresh talent, offering new perspectives and contributing to the workforce. This article provides a comprehensive guide on how to find, hire, and manage college interns, ensuring a mutually beneficial experience for both the intern and the organization.

Finding the Right Interns

When to Start Looking

Securing a summer internship requires early planning. Begin your research well in advance to understand the application processes and timelines of companies you are interested in.

Where to Look

Utilize online job filters and keyword searches to find entry-level or summer jobs. Handshake is a valuable tool to search for available jobs by entering the job title, desired city, or remote work preferences.

Application Timing

Apply as early as possible. Research the application timelines for specific jobs and contact the companies with any questions about the process. Winter or spring break is an ideal time to research and apply for summer internships.

Preparing Application Materials

Many internships require a resume, cover letter, and possibly letters of recommendation. Preparing these documents in advance can save time and reduce stress.

Identifying the Best Internships

The "best" internship depends on your major and interests. General summer internships include roles such as:

Research Assistant Intern
Social Media Intern
Business Analyst Intern
Copywriting Intern
Marketing/PR Intern

Companies That Hire Interns

Several companies hire interns through platforms like Handshake, including:

Apple
Morgan Stanley
NBCUniversal
Ernst & Young LLP (EY)
PricewaterhouseCoopers (PwC)

Paid vs. Unpaid Internships

Internships can be either paid or unpaid. Some may offer college credits, while others provide monetary compensation. Consider your needs and determine which option is best for you.

Creating an Internship Program

Assessing Business Needs

Evaluate your business needs to identify tasks and responsibilities suitable for an intern. Focus on projects that an intern can complete to fill a gap in your organization and that are challenging for the intern.

Defining the Internship Structure

Determine how the intern will fit into the organization, who they will report to, and the duration of the internship, taking into account academic semesters (Fall, Spring, and Summer).

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Connecting with Colleges and Universities

Establish connections with Internship Coordinators, faculty, and career counselors at local colleges and universities. Participate in career fairs and offer guest speaker sessions to discuss career opportunities in your field.

Timing and the Application Process

Understand that students are taught the correct procedure for applying for internships or full-time jobs. They will have resumes and know how to write cover letters and interview. Hire a student based on your selection criteria, choosing someone who is qualified, motivated, and genuinely interested in working for you.

Internship Instructor and Work Site Supervisor

The internship instructor will contact the work site supervisor to establish a professional environment conducive to student learning. Explain the goals for the internship experience and identify expected outcomes.

Open Communication

Encourage open communication and create an open-door policy for questions. Remember that students may be hesitant to ask for help.

Evaluation and Feedback

Regularly review student progress through written evaluations from both the student and supervisor. The internship instructor is available for consultation to discuss student progress.

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Potential for Full-Time Employment

Your final evaluation may include offering the student full-time employment. According to the National Association of Colleges and Employers (NACE), internships are a primary method for employers to recruit new hires.

Best Practices for a Successful Internship Program

Paying Interns

Paying interns allows you to give them real work and assess their performance for potential full-time hiring. Paid internships also increase the size and diversity of your applicant pool, supporting an inclusive candidate pool.

Recruiting Interns Intentionally

Treat your internship program as a pipeline for full-time hiring by taking as much care in sourcing, recruiting, and securing interns as you would with full-time hires.

Aligning with Organizational Goals

Ensure your internship program aligns with your organization’s overall goals for your workforce. Develop a pool of interns that matches your full-time hiring goals to help your organization meet its objectives.

Providing Relocation and Housing Assistance

Offering relocation and/or housing assistance can significantly increase the attractiveness of your internship program, especially for economically disadvantaged students.

Offering Scholarships

Pairing a scholarship with your internship is an effective way to recruit specific types of students or those with desired skill sets.

Flexible Work Arrangements

Consider offering in-person, hybrid, or remote work arrangements to accommodate different student preferences and needs. Remember that in-person and hybrid arrangements are generally more effective for building connections.

Real Work Assignments

Provide interns with real, challenging work assignments related to their major and recognized as valuable by the organization.

Orientations for All Involved

Hold orientation sessions for managers, mentors, and students to ensure everyone has the same expectations and role definitions.

Team Involvement

Involve your college recruiting teams in the intern program by having them sponsor social or professional development events and help orient the interns to your company culture.

Inviting Career Center Staff and Faculty

Invite career center staff and faculty to visit interns on site to build a better working relationship with these groups.

New-Hire Panels

Organize panels of recent new hires to share their experiences and answer questions from the interns, providing valuable insights.

Executive Speakers

Bring in speakers from your company’s executive ranks to provide career development and role modeling experiences for interns.

Training and Outside Classes

Offer access to in-house training and information about nearby community colleges to support the interns' development.

Focus Groups and Surveys

Conduct focus groups and feedback surveys to understand how students perceive your organization.

Showcasing Intern Work

Set up presentations or an expo for interns to showcase their work and demonstrate their achievements.

Exit Interviews

Conduct exit interviews to gather feedback on the student’s experience and assess their interest in returning.

Tracking Program Statistics

Collect, track, and analyze your program’s statistics to ensure its effectiveness and success.

Staying Connected

Maintain ties with your interns throughout the academic year, especially if you have extended a job offer or want them to return for another internship experience.

Legal Considerations for Internship Programs

Compensation

If interns are paid, they must receive at least the minimum wage and overtime for any weeks they work more than 40 hours.

Unpaid Internships

Unpaid internships must meet specific criteria established by the Fair Labor Standards Act to avoid legal issues:

The internship is similar to training in an educational environment.
The experience is for the benefit of the intern.
The intern does not displace regular employees but works under close supervision.
The employer derives no immediate advantage from the intern's activities.
The intern is not necessarily entitled to a job after the internship.
The intern and employer understand that the intern is not entitled to wages.

Hiring Process

Determine Program Needs: Set clear goals and expectations for your internship program.
Recruitment: Connect with local colleges and universities to post internship opportunities.
Candidate Selection: Look for candidates who are eager to learn, have relevant academic backgrounds, and are interested in future employment.

Skills to Look for in an Intern Resume

When reviewing resumes for potential interns, consider the following skills and experiences:

Past Experiences

Even without formal job experience, look for skills gained from mentorships, internships, or school projects.

Soft Skills

Highlight candidates who demonstrate the following soft skills:

Quick learner
Natural leader
Organized
Accountable
Detail-oriented
Collaborative

Technical Skills

If the candidate has previous internship experience, look for relevant technical skills on their resume.

Resources for Finding Interns

Handshake: A free and open network job board available to students globally.
Indeed: Create a free account to upload your resume and browse job and internship positions.
Idealist: Search for jobs, internships, and volunteer opportunities with nonprofit organizations.
Glassdoor: Examine employee reviews of companies and search for job opportunities.

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